TEAM Negotiations Update - Final Offer August 22nd 2019

TEAM MEMOTo: TEAM-IFPTE Local 161 MembersFrom: TEAM OfficeDate: August 22, 2019Re: Negotiations Update - Final Offer

Bell responded on Monday to TEAM’s last proposal with a Final Offer.

We are very disappointed that considering the great results you have achieved over the past three years, Bell would not agree to a pay increase in line with other union agreements in Bell, or agree to increasing the VRTIP payments while maintaining limited layoff protections for TEAM members.

In addition to trying to make gains, our Negotiating Committee fought long and hard to successfully retain provisions in our Agreement where the Company wanted concessions. As noted in previous memos, Bell wanted to reduce our PLDs, remove all double-time overtime and shift differentials, and to transition from the current sick day accumulation model to Bell’s Short Term Disability policy, which in our view has some significant problems.

You will have the opportunity to vote on the Final Offer in early September. In accordance with TEAM Bylaws, information meetings will be held prior to commencing the vote. Meetings have been scheduled to take place in Winnipeg on September 9th and 11th, and in Brandon on September 10th. The vote will be conducted via confidential electronic ballot. Approval (ratification) will be by a simple majority of the votes cast. Further information on the meetings and voting procedures will be provided in the near future.

The key changes to the Collective Agreement are as follows;

Base pay adjustments:

+1.5% retroactive to February 20, 2019

+1.5% effective February 20, 2020

+1.5% effective February 20, 2021

Effective January 1, 2020 the vacation year will transition to January 1st to December 31st, and vacation will no longer be accrued in the previous vacation year.

For the life of the Collective Agreement, TEAM will advise the Company of members who’s NCS date falls between January 1st and April 30th that their next vacation increment is due, and five days will be added to their annual vacation entitlement.

Effective January 1, 2020, members will receive their regular vacation entitlements (on January 1st instead of May 1st) plus they will have available to them all vacation days accrued between May 1, 2019 and December 31, 2019. These vacation days must be used by December 31, 2022, and/or placed in the vacation bank before the end of April 2020 (to the maximum of 50 banked days).

Until April 30, 2020, the number of regular vacation days that can be banked has been increased to 10 for all ages. No further vacation day banking will be allowed after April 30, 2020.

Transition to Bell Maternity, Parental Policy:

Maternity pay top-ups for members earning $60,000 and above have increased.

Members taking Parental Leave will now be eligible to receive top-ups.

Total top-up amounts for members taking Adoption Leave are reduced by approximately $600 to $1,600, depending on annual pay level.

The regular working hours are unchanged for members currently supervising craft employees, but will be reduced to 7.5 hours per day for members coming into the role after the date of ratification.

Members asked to attend an investigation interview with Corporate Security will now be advised whether they are the subject of the investigation, and will be provided an opportunity to contact a TEAM representative and request they attend the interview.

Several settlements to grievances will be incorporated into the revised Agreement, and the job evaluation Letter of Understanding will be deleted.

Each of the above revisions will be explained in full at the information meetings and we will provide as much time as possible for members to ask questions.